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2015","Collective Agreement between Health Agencies and Facilities under the Ministry of Health and the Health Services Workers’ Union (HSWU) of TUC (Ghana) - 2015 - 2016","Ghana - Collective Agreement between Health Agencies and Facilities under the Ministry of Health and the Health Services Workers’ Union (HSWU) of TUC (Ghana) - 2015 - 2016","Collective Agreement between Health Agencies and Facilities under the Ministry of Health and the Health Services Workers’ Union (HSWU) of TUC (Ghana) - 2015 - 2016 - Healthcare, caring services, social work",{"name":41,"data":42},"Collective Agreement-MOH facilities agencies hswu-2.html","\n\n\n\u003Cmeta charset=\"utf-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch1>Collective Agreement \n  between \n  Health Agencies and Facilities under the Ministry of Health \n  and the \n  Health Services Workers’  Union \n(HSWU) of TUC (Ghana) \u003C\u002Fh1>\n\u003Ch3>PREAMBLE\u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignsingle\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>This Collective Agreement is made on this 11th day of December, 2015 between  the Health Agencies and Facilities under the Min1stry of Health and the Christian Health Association of Ghana (CHAG) (hereinafter called \"The Employer'') and  the Health Services Workers'  Union of Trades Union Co  gress Ghana) (hereinafter called \"The Union\") in accordance with Labour Act (2003 \nAct 651). \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Ch3>ARTICLE 1 - RECOGNITION \u003C\u002Fh3>\n\u003Col type=\"a\">\n  \u003Cli>The  Employer recognizes the Union as the officially certified Trade Union under the Labour  Act, 2003 (Act 651) and the sole and exclusive Bargaining  representative of its members. \u003C\u002Fli>\n  \u003Cli>The Union  shall be the sole negotiating body for all matters connected with employment or non-employment or with  the terms of employment or with the conditions of labour of any of the  employees specified in the Collective Bargaining  Certificate in all matters  pertaining to salarics,  hours of work and other coi-feliuons ancf rules of employment covering those covered by the certificate and those who may become  members within the duration of this agreement. \u003C\u002Fli>\n  \u003Cli>An employee covered by this Agreement shall not  be compelled or allowed to enter into Contract or Agreement with Management  concerning conditions of employment and salaries dealt with in this Agreement  without the consent of the Union. \u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cli>This  Collective Agreement shall be effective on January 1, 2016. \u003C\u002Fli>\n  \u003Cli>This Collective Agreement takes precedence  over any other existing Collective Agreement(s) from 1st January, 2016. \u003C\u002Fli>\u003C\u002Fdiv>\n\u003C\u002Fol>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Ch3>ARTICLE  2-APPLICATION AND SCOPE \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>This Collective Agreement shall apply to all classes of werkers  covered under \n  the Unions' Collective Bargaining Certificate. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE  3 - PURPOSE AND INTENT\u003C\u002Fh3>\n\u003Col type=\"a\">\n  \u003Cli>The  purpose of this Agreement is to set forth the conditions of service relating to  salaries, wages, hours of work and other conditions and rules of employment, as  required under the Labour Act, 2003 (Act 651) in order to attract, develop and  maintain a disciplined and motivated workforce. \u003C\u002Fli>\n  \u003Cli>The parties recognise and agree to promote co-operation, tn1st, respect and  fairness and to endeavor to uphold these virtues in their policies and practices. \u003C\u002Fli>\n  \u003Cli>The parties agree to work together to establish,  promote and maintain an orderly, peaceful and harmonious relationship in  matters of mutual concern. \u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE  4 - EMPLOYER AND UNION RELATIONSHIP\u003C\u002Fh3>\n\u003Col type=\"a\">\n  \u003Cli>Subject  to existing laws and regulations, representatives of the Employer and the  representatives of the Union shall be free to express views without fear that  relations between them will be affected in a..”ly way by statements  made jn good faith while acting in a representative capacity. \u003C\u002Fli>\n  \u003Cli>The  Employer or its accredited representative shall accord the Union's representatives at all levels the necessary support to  enable them carry out their functions promptly and efficiently during and outside hours of work. \u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_hrs\">\u003Cli>The  Employer shall not victimise a representative of the Union for acting in such  capacity or reduce his pay for any normal werking time lost in dealing with  employee grievances or Union activities in line with the Labour Act 2003, (Act  651). \u003C\u002Fli>\u003C\u002Fdiv>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cli>The  parties agree that any dispute or grievance arising between them shall be  examined in line with existing dispute settlement procedures which are  consistent with dispute settlement procedure of Sub-part II of the Labour Act 2003, (Act 651) or any other  subsequent enactments thereto. \u003C\u002Fli>\u003C\u002Fdiv>\n  \u003Cli>This agieementsfia. 1In0t- worsefi-any ■ exis6ng Terms  an<r-Conditions of Service and practice of the employee that have not been  agreed upon as part of the working relationship. \u003C\u002Fli>\n  \u003Cli>It is  agreed that this document is a living document. The fact that certain  conditions are reduced to writing does not preclude either party from meeting  with the other to discuss and negotiate on matters not expressly covered by  this agreement. However, such matters shall be within the scope and intent of  collective bargaining. \u003C\u002Fli>\n  \u003Cli>The  Employer shall negotiate with the Union before making changes in existing  benefits and practices which have been mutually accepted by the parties. \u003C\u002Fli>\n  \u003Cli>The  Employer shall consult the_  Union if during the tenure  of this Agreement, there are changes in law, regulations  or dccisions that may affect sarne. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE 5 - DURATION  OF THE AGREEMENT\u003C\u002Fh3>\n\u003Col type=\"a\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cli>The  duration of this Agreement shall be two (2) years. The provisions in this  agreement can be amended, rescinded or otherwise altered at any time  after one year during the life of this Agreement by mutual agreement between  the parties hereto. The amendment shall be evidenced in writing citing the  specified provisions of agreement affected. Negotiations for such changes shall  begin not later than 30 days after the date of notification. \u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\n  \u003Cli>At any  time after two (2) years either party to this  Agreement may give the other party one (1) month  notice in writing, expressing its wish for the Agreement between the  parties at the time to terminate the Agreement. \u003C\u002Fli>\n  \u003Cli>In the absence of such notice within the specified period, the Agreement shall continue in force from year to year unless notice is given as above  within two (2) months of such yearly expiration date. \u003C\u002Fli>\n  \u003Cli>In the  event that both parties enter into negotiation on the terms and conditions of a new agreement, the present Agreement will continue in force until a new  Agreement is signed and the effective date of its commencement agreed upon. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE 6 - OPENER CLAUSE \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>At any time after 1,2 months from the date of this Agreement, and  once only during the life of this Agreement, either party may give notice in writing that it wishes to negotiate a change in matters affecting the conditions  of service. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 7 - INTERPRETATION \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>In the event of any dispute arising from the interpretation of this  Collective Agreement, the matter shall be referred to the Standing Negotiating  Committee for determination and where there are further disagreements; final  resort shall be made to the National Labour  Commission (NLC) and appropriate law court for adjudication in that order. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>ARTICLE 8 - DEFINITIONS \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>In this Agreement, unless the context otherwise requires; \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Department\"\u003C\u002Fstrong> means a department in a health Agency  or Facility. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Dependant\"\u003C\u002Fstrong> mean a spouse, or a child not above the age of eighteen (18} years. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\"Employee\"\u003C\u002Fstrong> means a person appointed by the Ghana Health Service Council and Boards of public Health  Agencies and Facilities. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Employer\"\u003C\u002Fstrong> means the Health Agencies and Facilities under  the Ministry of Health and Christian Health Association of Ghana (CHAG). \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Family\"\u003C\u002Fstrong> mean an employee, a spouse (1) and four (4) children not above the  age of eighteen (18) years. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Labour Act\"\u003C\u002Fstrong>  refers to the Labour Act,  2003 (Act 651) or any subsequent enactment thereto. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Leave Year'\u003C\u002Fstrong>'  means the calendar year (ist  January to 31st December). \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Management\"\u003C\u002Fstrong> refers to the Employer or its authorised representatives. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Per Diem\"\u003C\u002Fstrong>  implies a specified  allowance to cover expenses when travelling for work outside the employee's normai place of work. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Permanent Employee\"\u003C\u002Fstrong> means an employee engaged by a health Agency or Facility who is not  on temporary, casual or contract basis (as defined by the Labour Act, 2003 (Act 651)). \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Posting\"\u003C\u002Fstrong> means the movement of gn employee in a health  Agency from one station to another station or from place of recruitment to  first place of work. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Secondment\"\u003C\u002Fstrong> refers to the temporary movement of an employee of a healt. Agency to an organization in the Public Service. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Sponsorship\"\u003C\u002Fstrong>  refers to Stue.y Leave  with Pay only, Study Leave with Pay plus tuition fees and or stipend, and or  air ticket. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Spouse\"\u003C\u002Fstrong> -refers to the person named on an employer's  personal records form as a husband or wife. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Study Leave\"\u003C\u002Fstrong> refers to leave of  absence granted with or without pay to an employee to undertake an approved training course. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>\"Transfer\"\u003C\u002Fstrong>  refers to the movement of  an employee from one health Agency to another  within the Ministry or to another Agency  within the Public Service of Ghana. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Reference to masculine gender shall also include feminine gender  unless otherwise specified. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>The use of the singular also connotes the  plural. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Underserved Area\u003C\u002Fstrong> refers :o areas in the country that lack or have inadequate social amenities such as  education, health, transport and communication makmg 1t difficult for public service employees to accept  postings to such areas. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Union\u003C\u002Fstrong> refers to the Health Services Werkers' Union of the 'l'rades Union  Congress (Ghana) at the National, Regional,  District, and Local levels. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>ARTICLE 9 - ENTERING THE HEALTH  AGENCY\u002FFACILITY AND RELATED CONDITIONS \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>9.1 Entry into the Service\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>A person  shall not be appointed t:) any post in the Health Agcncy or\u002Fand Facility unless he possesses the qualification and relevant experience as approved for  the post. \u003C\u002Fli>\n  \u003Cli>Direct  entry appointment shall normally be made into the grades in the health Agency or Facility subject to qualifications, relevant  experience and passing an interview where applicable. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>9.2 Appointing Authority\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp align=\"left\">The appointing authority of employees who are  covered by this Agreement shall be the Councils or Boards of the health Agency or Facility on behalf of the Government of Ghana where applicable.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.3 Letter of Appointment\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>a. An  employee covered by this Agreement on first appointment shall receive a letter of appointment, which in conjunction with this Collective  Agreement and Administrative Instructions shall con titute an agreement between the Appointing Authority and the individual employee. The  appointment letter shall indicate the following: \u003C\u002Fp>\n\u003Col>\n  \u003Cli>Job Title\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Salary starting point and other benefits\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Effective date\u002FStarting date\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Probation period\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Job Description\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Employment Status\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Reporting relationships\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Statutory deductions\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>9.4 Acceptance of Appointment\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp align=\"left\">A successful applicant to a position shall  accept the appointment in writing within the stipulated time before the  appointment becomes valid. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.5 Medlcal  Examination \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Appointment to any established post  shall be subject to a certificate of good health issued by a recognised  practitioner. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.6 Terms or Engagement \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Upon assumption  of duty, a newly appointed employee's Terms of Contract of Employment shall be made available to him. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.7 Effective  Date of Appointment \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The effective date of appointment, unless otherwise stated  in the letter of appointment, shall be the date of assumption of duty. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>9.8 Contract  Appointment \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>A contract appointment may be approved for a retired employee where the services of the retiree are needed by the Employer. The appointrnent shall be for a period of two (2) years in the first instance and renewable for a further two (2) years but shall not exceed five  (5) years. The contract appointment shall however be further subject to the  following conditions: \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>exigencies  of the service, \u003C\u002Fli>\n  \u003Cli>the  employee possesses special skills, knowledge, experience and qualification not readily available or in short supply in  the Agency, \u003C\u002Fli>\n  \u003Cli>fitness  evidenced in a report by a licensed or registered practitioner, \u003C\u002Fli>\n  \u003Cli>there  must be no disciplinary action pending against the applicant, \u003C\u002Fli>\n  \u003Cli>there must have been a recommendation by the respective Agency, and \u003C\u002Fli>\n  \u003Cli>such  other terms and conditions as the appointing authority  may determine. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>9.9 Conditions for Nullification of Appointment\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>An  employee covered by this Agreement v..-ith questionable  and unsuitable antecedent or who had been dismissed from a previous post shall be disqualified from being offered employment  by the health Agency or  Facility. \u003C\u002Fli>\n  \u003Cli>Where an  employee is found to have  deliberately withheld  requested information from the employer, he shall be liable to summary  dismissal. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>9.10 Employee Records\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp align=\"left\">An employee covered by this Agreement on first appointment shall give the following particulars in addition to any records that the  Employer may require: \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Date of  birth and evidence thereof \u003C\u002Fli>\n  \u003Cli>Home and  permanent address\u002Ftelephone, e-mail address \u003C\u002Fli>\n  \u003Cli>Education  and professional qualifications \u003C\u002Fli>\n  \u003Cli>Marital  status and children (if any) \u003C\u002Fli>\n  \u003Cli>Name and  address of next of kin \u003C\u002Fli>\n  \u003Cli>SSNIT  number \u003C\u002Fli>\n  \u003Cli>Health  Insurance Certificate number \u003C\u002Fli>\n  \u003Cli>National  Identification Number or Vote:r's Identification Number 1. Person to contact in case of emergency \u003C\u002Fli>\n  \u003Cli> Recent passport  sized photograph \u003C\u002Fli>\n  \u003Cli> Hometown \u003C\u002Fli>\n  \u003Cli> Spouse \u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Fathcr and mother \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>9.11 Employee Orientation and Induction\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp align=\"left\">A new employee shall  be required to undergo an orientation and induction \n  programme organised by the Employer. The orientation programme in all \ninstances shall consist of the following: \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Relevant Staff Manuals including employee handbook \u003C\u002Fli>\n  \u003Cli>Job briefing \u003C\u002Fli>\n  \u003Cli>Information on the health Agency or Facility \u003C\u002Fli>\n  \u003Cli>Introduction to relevant Heads of Departments, peers and subordinates \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>9.12 Re-engagement\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>An  employee who vacates his post and wishes to carne  back shall apply to the Management of the health  Agency or Facility for consideration. The individual, if  re-engaged, shall be made to begin from the  minimum salary grade he  left off. \u003C\u002Fli>\n  \u003Cli>An  employee who resigns from an agenc,-y or facility and later returns for  re-engagement may be considered based on the availability  of vacancy. Placement shall  be based on his current qualification and experience. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>9.13 Re-instatement\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>An  employee whose contract  bas been unfairly  terminated shall be re­instated based on any of the following \u003C\u002Fli>\n  \u003Cli>upholding  of a petition or an appeal against the decision of the disciplinary authority or the Governing  Council or Board or any lawfully constituted body; \u003C\u002Fli>\n  \u003Cli>on the  order of the National Labour  Commission (NLC), where there  is no reasonable cause forappeal; \u003C\u002Fli>\n  \u003Cli>ruling by  a court of competent jurisdiction; \u003C\u002Fli>\n  \u003Cli>a  rectification of an administrative error or mistake  as contained m a report issued by the Head of Agency or Facility. \u003C\u002Fli>\n  \u003Cli>in the  case of re-instatement, the grade of re-entry as  well as the salary and other related conditions shall be informed by the decision of the disciplinary authority, head of institution, NLC or court granting the petition or appeal.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE 10 -  EMPLOYEE HANDBOOK_\u003C\u002Fh3>\n\u003Col type=\"a\">\n  \u003Cli>An  Employee handboek which is a summary of policies, procedures and practices  related to human resource management at the health Agency or F acility shall be  made available to each employee on first appointment. \u003C\u002Fli>\n  \u003Cli>The Management of the health Agency or Facility shall be  accountable for leading an effective staff team and is thereby accountable for  the development and implementation of the policies outlined in the handbook. \u003C\u002Fli>\n  \u003Cli>Heads of Departments shall b responsible for human resource  management within their own stalf teams and shall reference the handbook to ensure organizational consistency in  the application of thes' .;;wt \u003C\u002Fli>\n  \u003Cli>Thehead of Human Resource shall be responsibk JOr nir i, 1 • 1 procedures and systems which uppc r hPman  resource- man re\"'.' the Agency or Facility anrl c;  '\"dlh Jl to answer any qvcsticns ,.. .t-11 vu-. clarification  on any content of thL- nar. ,01;1,;: \u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>ARTICLE 11-  PROBATION PERIOD\u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Col type=\"a\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cli>A new employee shall  be required to undergo a probation period of six (6)  months from the date of  engagement. However, the  Employer may extend the probation for a further three (3) months for stated reasons upon performance apprai:..:al. \u003C\u002Fli>\u003C\u002Fdiv>\n  \u003Cli>The  appointment may be terminated in writing by the appointing authority if the  employee's performance or conduct does not meet the expected standards during  the period of probation. \u003C\u002Fli>\n  \u003Cli>An  employee on probation shall be assisted by his immediate head to enable him  establish himself in the health Agency or Facility. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE 12 - CONFIRMATION \u003C\u002Fh3>\n\u003Col type=\"a\">\n  \u003Cli>A newly  appointed employee shall be confirmed after the probation period.  Recornrnendation for confirmation shall be submitted to the Management of the health Agency or Facility at least two months before the end of  the probation period. \u003C\u002Fli>\n  \u003Cli>An  employee who has not been recommended for confirmation shall be informed in  writing stating reasons for non-confirmation, at least one month before the end  of the probation period, and shall be called upon to make his representation on  the matter if he so wishes. If the representation is considered satisfactory,  he shall be confirmed. \u003C\u002Fli>\n  \u003Cli>During  the period of probation, where an employee is found to be unsuitable for the  position, his appointment may be terminated after one rnonth notice or paid one  month basic salary in lieu of notice. \u003C\u002Fli>\n  \u003Cli>Where an  employee decides to resign  within the period of probation, he .shall give one rnonth notice or_ pay the  equivalent of one month basic salary in lieu of notice. \u003C\u002Fli>\n  \u003Cli>After  successful cornpletion of the probation, the employee shall be written to,  confirrning his engagement. \u003C\u002Fli>\n  \u003Cli>Unless  inforrned in writing to the contrary, an employee who has completed his  probation period shall be deemed to have been confirmed. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE 13 - SCHEME OF  SERVICE \u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>There shall be approved Scheme of Service  covering all grades in the health Agency or Facility which shall include the  following: \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Title of  each grade \u003C\u002Fli>\n  \u003Cli>Duties  assigned to each grade \u003C\u002Fli>\n  \u003Cli>Qualification  and method of entry \u003C\u002Fli>\n  \u003Cli>Mode of  progression \u003C\u002Fli>\n  \u003Cli>Staff  training and development \u003C\u002Fli>\n  \u003Cli>Reporting  relationships \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE 14 -  PROMOTIONS \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>14.1 Promotions \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Promotion  of an employee shall be based on merit and shall be in accordance with the  Scheme of Service, promotion policy and regulations of the health  Agency or Facility. \u003C\u002Fli>\n  \u003Cli>The  promotion of an employee shall be based on years of service in the particular grade, conduct, requisite qualifications, sense of  responsibility, and any o1J1er applicable criteria. \u003C\u002Fli>\n  \u003Cli>Where  interview is required, the promotion of an employee shall be based on the result Of the interview. \u003C\u002Fli>\n  \u003Cli>Where a  promotion test or examination is required, an employee  shall be promoted based on the result of the test or examination. \u003C\u002Fli>\n  \u003Cli>In  positions with limited establishments, seniority in the  current grade shall be taken into consideration where employees are at par on the merit ranking scale  during an interview. \u003C\u002Fli>\n  \u003Cli>Seniority shall be determined by the date of entering the  grade under consideration. \u003C\u002Fli>\n  \u003Cli>Where the  employees are still at par, seniority in their previous  grade(s) shall be  considered. \u003C\u002Fli>\n  \u003Cli>As far as  practicable, vacancies at the management level shall be filled by promotion from within the health  Agency or Facility. Such vacancies shall be advertised internally and opened to  all employees who have the requisite qualification and experience as  may be laid down from time to time. \u003C\u002Fli>\n\u003C\u002Fol>\n  \u003Cp>1. Relevant experience and periods of furthN  approved training shall count for the purpose of promotion provided there is  documentary evidence to  prove so. \u003C\u002Fp>\n  \u003Cp>\u003Cstrong>14.2 Eligibility  Criteria for Promotion\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>An employee shall be eligible for promotion  after satisfying the  following \nconditions \u003C\u002Fp>\n\u003Col>\n    \u003Cli>consistent  satisfactory performance evidenced in the last 3 years' appraisal reports; \u003C\u002Fli>\n    \u003Cli>participation  in regular structured in-service training relevant to the job of the employee; \u003C\u002Fli>\n    \u003Cli>served in  the current grade for three (3) years if promotion is from the 1st  grade level and five (5) years if promotion is an elevation beyond the 1st grade level; \u003C\u002Fli>\n  \u003Cli>Employees  located in places which are officially classified as underserved  shall serve one (1) year less than the normal number of years of service  required for promotions as  indicated in the Scheme of Service; \u003C\u002Fli>\n    \u003Cli>An  employee should not have been alleged to have  committed a major offence which is under investigation; \u003C\u002Fli>\n    \u003Cli>An  employee must have a valid professional license where applicable; \u003C\u002Fli>\n    \u003Cli>An  employee suspected to be suffering from a medical condition that 1s likely to affect his fitness to work must be referred  to a Medical Board before consideration for promotion. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>14.3 Promotion  Out-of-Turn\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>An employee with outstanding performance may be promoted  out-of-:turn upon submission of a recommendation letter and supporting documentation of achievement  by the Head of his Agency or Facility. \u003C\u002Fp>\n  \u003Cp>\u003Cstrong>14.4 Promotion white  on Secondment\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>An employee on secondment shall earn normal promotion with colleagues on the samc professional gracie within the approved secondment period. \u003C\u002Fp>\n  \u003Cp>\u003Cstrong>14.5 Ineligibility  for Promotion\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>A. An  employee shall not be considered for promotion if he is \u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cli>on contract; \u003C\u002Fli>\n    \u003Cli>on probation; \u003C\u002Fli>\n    \u003Cli>under investigation for a major offence; \u003C\u002Fli>\n    \u003Cli>on Study Leave; \u003C\u002Fli>\n    \u003Cli>for any  other stated reason specified in the Scheme of Service, Policies and or existing Administrative  Instructions. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Cp>B. Clause  (iv) above  notwithstanding, an employee shall be entitled to promotion in  accordance with the Study Leave Policy. \u003C\u002Fp>\n\u003Cstrong>14.6 Trial Period on Promotion \u003C\u002Fstrong>\n\u003Col type=\"a\">\n  \u003Cli>An  employee who is promoted to a higher grade shall serve a trial period of three (3) months before confirmation. \u003C\u002Fli>\n    \u003Cli>Unless  informed in writing to the contrary, an employee who has completed his trial  period shall be deemed to have been confirmed. \u003C\u002Fli>\n\u003C\u002Fol>\n  \u003Ch3 align=\"left\">ARTICLE  15 - PERFORMANCE  ASSESSMENT \u003Cbr>\n    \u003C\u002Fh3>\n  \u003Cp align=\"left\">An employee shall be assessed by his immediate  supervisor in accordance with the Performance Management Policy and Guidelines of the Agency  or Facility. \u003Cbr>\n    \u003C\u002Fp>\n  \u003Ch3 align=\"left\">ARTICLE  16 - POSTING AND TRANSFER OF  STAFF \u003C\u002Fh3>\n  \u003Cp>\u003Cstrong>16.1 Posting\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n    \u003Cli>An  employee shall be assigned  duties anywhere in Ghana  at the exigencies of the health Agency or Facility, provided the assigned  duties shall not be inconsistent with the Scheme of Service of  the employer, Policies  and or Administrative Instructions  of the Agency. \u003C\u002Fli>\n    \u003Cli>As far as  practicable, the posting of a serving employee shall be done before the commencement  of each academie year to enable him arrange for school for his  wards or dependants. \u003C\u002Fli>\n    \u003Cli>An  employee with disability shall not be posted to areas where his physical  condition may worser\" \u003C\u002Fli>\n    \u003Cli>Where  practicable, the Management of a health agency or facility may post an employee  to an Agency or Facility close to the spouse, hearing in mind staff establishment and availability of vacancy. \u003C\u002Fli>\n  \u003Cli>Where it becomes necessary to post a branch Union executive the Union shall  be informed of the posting. The notice of posting shall not be less than three (3) months to enable the Union conduct fresh elections to replace the officer posted. \u003C\u002Fli>\n    \u003Cli>Where  emergency posting of a Union executive is required, the General Secretary of  the Union shall be given prior information. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>16.2 Transfer\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col>\n  \u003Cli>As far as  practicable, an employee on  transfer shall be  g1ven at least thirty (30)  working days' notice before  the date of departure to  his new station. \u003C\u002Fli>\n  \u003Cli>An  employee on transfer shall within ninety (90) days of the effective date of the transfer vacate his official residence. \u003C\u002Fli>\n  \u003Cli>Where it  becomes necessary to transfer a branch  Union executive the Union shall be informed of the transfer. The notice of  transfer shall not be less than three (3) months to enable the Union conduct fresh elections to replace the officer transferred. \u003C\u002Fli>\n  \u003Cli>Where  emergency transfer of a Union executive is  required, the General Secretary of the Union shall  be given prior  information. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>16.3 Secondment\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp align=\"left\">An  employee may be seconded  from one hea1th agency or facility to another in line with the Ministry's  Policy Guidelines on Secondment. \u003C\u002Fp>\n  \u003Ch3 align=\"left\">ARTICLE 17 -  SALARIES, ALLOWANCES  AND FRINGE BENEFIT \u003C\u002Fh3>\n  \u003Cp align=\"left\">\u003Cstrong>17 .1 Salaries \u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cli>The  salary payable to an employee shall be m accordance with the structure as approved by government. \u003C\u002Fli>\n    \u003Cli>The  salary level and point of entry in the salary scale of a newly appointed  employee shall be indicated in the  appointment letter. \u003C\u002Fli>\n    \u003Cli>In determining the point of entry, experience and qualifications relevant  to the post shall be taken  into account as defined in the Scheme of Service and Policy on Appointment. \u003C\u002Fli>\n    \u003Cli>The  monthly salary of an employee shall  be paid directly into an account at a bank of his choice. \u003C\u002Fli>\n\u003C\u002Fol>\n  \u003Cp>\u003Cstrong>17.1.1 Deductions\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>Statutory deductions, officially approved payments and voluntary deductions shall be effected from an  employee's salary. The deductions may include the following \u003C\u002Fp>\n\u003Col type=\"a\">\n    \u003Cli>income  tax deductions; \u003C\u002Fli>\n    \u003Cli>deductions  made under the National Pensions Act, 2008 (Act 766); \u003C\u002Fli>\n    \u003Cli>repayment  of loans and salary advances; \u003C\u002Fli>\n    \u003Cli>rent in  respect of Govern_ment accommodation; \u003C\u002Fli>\n    \u003Cli>Employee  Welfare or Provident Fund contributions; \u003C\u002Fli>\n    \u003Cli>recovery  of salary over-payment; \u003C\u002Fli>\n    \u003Cli>court  directives and injunctions; and \u003C\u002Fli>\n  \u003Cli>Union and  Association dues and levies. \u003C\u002Fli>\n    \u003Cli>In the event of wrongful deductions, the  employer shall take steps to restore the amount due to the employee. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>\u003Cstrong>17.1.2 Salary Incremental Credit\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>An  employee shall be  granted salary incremental credit within the appropriate salary  scale in line with  government pay policy. \u003C\u002Fli>\n  \u003Cli>Where an  employee receives salary on the maximum point of his  salary level, he shall  not earn any increment. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.1.3 Conditions for Withholding Salary\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp align=\"left\">The appropriate proportion of an employee's  salary shall be withheld if \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>the  employee fails to attend duty without permission and without reasonable cause  for five (5) working days and has been duly notified of the intended deduction  as a disciplinary measure, or \u003C\u002Fli>\n  \u003Cli>the  employee resigns without giving the required notice, or \u003C\u002Fli>\n  \u003Cli>the employee  is relicved of his post by the Council or Board of the Agency concerned, or \u003C\u002Fli>\n  \u003Cli>the  employee is suspended from duty, or \u003C\u002Fli>\n  \u003Cli>any  otller condition as may be :ndicated m the  Ministry's Scheme of Service. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.2 Allowances\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col>\n  \u003Cli>Allowances  to an employee in a health agency or facility shall  be paid as pay supplement and shall  be subject to rules and  regulations which \u003Cbr>\n  come into force from time to time in the  public services. \u003C\u002Fli>\n  \u003Cli>All  allowances identified as Categories 2 & 3 Allowances shall  be negotiated by the  Public Services Joint Standing Negotiation Committee. \u003C\u002Fli>\n  \u003Cli>Other  allowances that are sector, job or institution specific shall be negotiated between the Union on the one part and the Fair Wages and  Salaries Commission and the Management of the Agency or  Facility on the other part. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.2.1 Additlonal Duty Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>This  allowance shall be paid to an employee who is requested in writing to take  additional responsibility for a position together with his own. The rates  payable shall be as negotiated and agreed by the parties  at t..he Public Services  Joint Standing Negotiating Committee (PSJSNC). \u003C\u002Fli>\n  \u003Cli>An  employee shall not take additional responsibility for another position for a  period of more than six (6) months subject however, to the exigencies of the  health Agency or Facility. \u003C\u002Fli>\n  \u003Cli>An  employee shall only take up additional responsibility over a job which is at the same  level as he is currently holding. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>\u003Cstrong>17.2.2 Permanent Posting \u002F Transfer Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>This  allowance shall be paid to a serving employee who is transferred or posted toa  different station fora period exceeding three (3) months. \u003C\u002Fli>\n  \u003Cli>For the  purposes of this clause, a \"different station\" means a transfer or posting from one station to another  necessitating the relocation of the  employee from his current abode to another  which is fifty (50) kilometers or more radius of his current. \u003Cbr>\n\u003C\u002Fli>\n  \u003Cli>A health agency or facility shall be  responsible for the provision of transport or payment of tra velling expense  allowance as negotiated and agreed at the PSJSNC. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n  \u003C\u002Fol>\u003Col type=\"a\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype1\">\u003Cli>A serving employee who requests for posting  shall not be entitled to transport or posting allowance. \u003C\u002Fli>\u003C\u002Fdiv>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.2.3 Temporary Posting \u002F Transfer Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee on temporary transfer shall be paid temporary transfer  allowance as negotiated and agreed at the PSJSNC. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.2.4 Vehicle Maintenance Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee who uses his own means of vehicle to and from work is eligible for vehicle maintenance  allowance. The allowance shall be paid as negotiated and agreed at the PSJSNC. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.2.5 Kilometric Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee who uses his ownmeans of transport for official  duties shall be paid  kilometric allowance as  negotiated and agreed at the PSJSNC. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.2.6 Out-of-Station Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>\u003Cstrong>17.2.6.1 Night Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>An  employee, who by the nature of his work has  to travel out of his duty station within Ghana and spends the  night shall be paid night allowance as negotiated and agreed at the PSJSNC. \u003C\u002Fli>\n  \u003Cli>Where the  employee is accommodated or provided with meals, he shall be paid night  allowance abated by one-third (1 \u002F 3) as negotiated and agreed at the PSJSNC. \u003C\u002Fli>\n  \u003Cli>An  employee whose job requires trekking shall  be paid night allowance as follows \n    \u003Col>\n      \u003Cli>Not exceeding twelve (12) days  m a quarter - full overnight allowance. \u003C\u002Fli>\n      \u003Cli>Beyond twelve (12) days m a quarter -  half the rate of night allowance. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\u003Cli>\u003Col>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.2.6.2 DayTrip  Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee who is required to work outside his duty station late  into the aftemoon and is  required back to his duty station the same day  shall be paid Day Trip Allowance  as negotiated and agreed  at the PSJSNC. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.2.7 Warm Clothing  Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Warm Clothing Allowance shall be paid to an employee proceeding toa country  with temperate climate  fora course of study or official duty tour as negotiated  and agreed at the PSJSNC. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.2.8 Foreign Trip  Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee who  travels outside Ghana on an official duty shall be paid stipend in  accordance with government policy to cover hotel, transport and feeding. Medical  itisurance shall be paid by the employer if it is required. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.2.9 Baggage  (Freight) Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee retuming from official assignment or course of study  overseas shall be paid baggage allowance for shipment of personal  effects, books and  equipment acquired through training in line with government policy. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.2.10 Underserved Area  Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The Ministry shall identity and classify areas that  shall be referred to as underserved areas and pay allowance to an employee working in those areas in line with  government policy. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>\u003Cstrong>17 .2.11  Overtime Allowance \u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">An employee who is required to work beyond the specified working  hours of forty (40) hours per week shall be paid an overtime allowance. \u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>The overtime allowance shall be calculated at the following rates: \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cli>Overtime  payment for work done on week days  i.e. Monday to Friday shall be calculated at the rat.e of one and half (1.5) times of daily salary. \u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cli>Overtime  payment for work done on Satureays, Sundays, and other statutory public  holidays shall be calculated at the rate of double time of daily salary. \u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype1\">\u003Cli>Overtime  Allowance shall not be applicable to employees who are entitled to Call-In  Allowance. \u003C\u002Fli>\n  \u003Cli>A senior staff shall not be entitlea to Overtimc  Allowance. \u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>\u003Cstrong>17.2.12 Call-In  Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Call-In Allowance shall be paid to employees who are not entitled to overtime and who  are called to work after close of work or on weekends. \u003C\u002Fli>\n  \u003Cli>Call-In  Allowance shall be paid only for the performance of work which has been  approved by the immediate supervisor. \u003C\u002Fli>\n  \u003Cli>The rate of Call-In Allowance payable shall be as  negotiated and agreed at the PSJSNC. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.2.13 Acting Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Acting  Allowance shall be paid to an employee who  has been requested in writing by the appointing authority to perform duties in a higher position than bis current one. The  duties mayor may not be additional to his normal work  schedule. \u003C\u002Fli>\n  \u003Cli>The  employee shall be paid Acting Allowance as negotiated and agreed at the PSJSNC. \u003C\u002Fli>\n  \u003Cli>Where an  employee has acted for more than six (6) months, he shall be  confirmed or a suitable candidate  shall be recruited to fill  the position. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>\u003Cstrong>17.2.14 Height\u002F Depth  Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee shall be paid a height or depth  allowance if he is required to perform a duty on towers, masts, scaffoldings and buildings that are over and above the  standard height or depth of  not less than 30 meters for his work. The rate payable shall be as negotiated and agreed at the PSJSNC.\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cp>\u003Cstrong>17.2.15 Commuted  Overtime Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee in the category of security guards, watchmen, cooks and  househelps placed on twelve (12) hours duty a day shall be paid Commuted Overtime Allowance as  negotiated and agreed at the PSJSNC. \u003Cbr>\n  17 .2.16 Physically Challenged Guide Allowance \u003Cbr>\nAn employee with disability who engages a guide to assist him in the  performan:e of his official duties shall be paid Disabled Guide Allowance as negotiated and  agreed at the PSJSNC. The disability must however be certified by the Department of Social Welfare. \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.2.16 Physically  Challenged Transport Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Physically Challenge Transport Allowance shall be paid to a physically challenged employee who is certified as  needing special means of transport to enable him commute to work as negotiated and agreed at  the PSJSNC. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.2.17 Tools Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee who is an artisan (craftsman} and uses his own tools for official duties with prior approval from the employer shall be entitled to Tools Allowance as negotiated and agreed at the PSJSNC. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.2.18 Rates of  Allowances\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Refer to Appendix 'A' attached. \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cp>\u003Cstrong>17.3 Mandatory Benefits (Social Security)\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Col type=\"a\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cli>The employer shall contribute 13% of an employee's basic monthly salary towards his retirement as provided under the National Pensions Act, 2008 (Act 766) as amended by Act 833 of 2014. \u003C\u002Fli>\u003C\u002Fdiv>\n  \u003Cli>An employee shall contribute 5.5% of his basic  monthly salary towards his  retirement as provided  under the National Pensions Act, 2008 (Act 766) as Amended by Act 833 of 2014. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.4 General Benefits\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>\u003Cstrong>17.4.1 Funeral Grant\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp align=\"left\">\u003C\u002Fp>\u003Cp align=\"left\">Where an employee loses a registered spouse or chlld, the employer shall pay \n  funeral grant as negotiated and agreed at the PSJSNC. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp align=\"left\">In the event of  the death of an employee whilst in active service \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>A cash donation as negotiated  and agreed at the PSJSNC shall be paid to his family (spouse and children) or next of kin. \u003C\u002Fli>\n  \u003Cli>free  public mortuary services or  fees for a maximum of three (3) months (including cost of  autopsy). \u003C\u002Fli>\n  \u003Cli>vehicle(s)  for conveying the deceased and sympathisers to bis hometown or place of burial as the case may be. \u003C\u002Fli>\n  \u003Cli>vehicle to convey the deceased's family and personal  effects to his hometown in  Ghana or the place of burial as the case may be. \u003C\u002Fli>\u003C\u002Fol>\u003Col type=\"a\">\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.4.2 Reimbursable Transport and Travelling Expenses\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee who  has to perform authorised  out-of-station duties without. official transport shall be reimbursed  the transport and travelling expenses incurred based on the policy of the health Agency or Facility. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.4.3 Mandatory Benefits (Social Security)\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Cli>The  employer shall contribute 13% of an employee's basic monthly salary towards his retirement as provided under the National Pensions Act, 2008 (Act 766} as amended by Act 833 of 2014. \u003C\u002Fli>\u003C\u002Fdiv>\n  \u003Cli>An employee shall contribute 5.5% of his basic monthly salary towards his retirement as provided under the National Pensions Act,  2008 (Act 766) as Amended by Act 833 of 2014. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.4 General Benefits\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.4.1 Funeral Grant\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp align=\"left\">Where an employee loses a registered spouse or child, the employer shall pay \n  funeral grant as negotiated and agreed at the  PSJSNC. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp align=\"left\">In the event of the death of an employee whilst in active service \u003C\u002Fp>\n\u003Col>\n  \u003Cli>A cash  donation as negotiated and agreed at the PSJSNC shall be paid to his family  (spouse and children) or next of kin. \u003C\u002Fli>\n  \u003Cli>free  public mortuary services or fees fora maximum of three (3) months (including  cost of autopsy). \u003C\u002Fli>\n  \u003Cli>vehicle(s)  for conveying the deceased and sympathisers to his hometown or place of burial  as the case may be. \u003C\u002Fli>\n  \u003Cli>vehicle  to convey the deceased's family and personal effects to his hometown  in Ghana or the place of burial as the case may be. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.4.2 Reimbursable Transport and Travelling Expenses\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee who has to perform authorised out-of-station duties  without official transport shall be reimbursed the transport and travelling  expenses incurred based on the policy of the health Agency or Facility. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.4.3 Vehicle Purchase Loan Facility\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>An  employee may be considered  for the grant of a loan by  the employer to purchase means of transport depending  on the need and availability of funds. \u003C\u002Fli>\n  \u003Cli>The loan,  if granted shall be re-paid by the beneficiruy employee within sevcn (7) years duration beginning from the second month of the release of the laan. \u003C\u002Fli>\n  \u003Cli>Eligibility  and the value of the  vehicle loan as well as the re-payment period shall be determined from time to time. \u003C\u002Fli>\n  \u003Cli>The laan may be available to an employee based on the monetary allocation  set forth by management each year and the level of the employee's basic  salruy. \u003C\u002Fli>\n  \u003Cli>The loan  facility may be available to an employee who has served continuously for a minimum period of 5 years without adverse disciplinary findings. \u003C\u002Fli>\n  \u003Cli>An  employee who has less than 7 years to  serve shall have a fixed term payment plan with the understanding that  the loan will be amortised  prior to the release of the funds. \u003C\u002Fli>\n  \u003Cli>To ensure  that an employee is not unduly burdened financially as a result of the operation of thisiacility,  all applications shall be subject to critical discussions with respect to the loan re-payment, insurance and  provision for repairs and  maintenance. \u003C\u002Fli>\n  \u003Cli>Until the  loan is fully re-paid by the beneficiruy employee, the vehicle  purchased with the loan  shall remain the joint property of the beneficiary and the employer. The vehicle cannot be disposed of without the consent of the  employer. \u003C\u002Fli>\n  \u003Cli>An eligible  employee may be granted a re-condition loan facility to enable him repair his  vehicle. The amount of the  re-condition loan shall  not \n    exceed three (3) months basic salary and shall be determined on a case \n    by case basis. \u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli>An appropriate comprehensive insurance policy shall be taken on the vehicle by the beneficiary employee. \u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli>It shall be the duty of  the beneficiary employee to keep his insurance policy renewed promptly when due and to lodge a copy of the  current policy with the Head of Human Resources at the Agency  or Facility level. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.4.4 Housing Loan Scheme\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>The Employer may, in consultation with the: Union,  institute a housing loan  schemc to assist employees  who have served a continuous minimum period of  ten (10) years to acquire their own accommodation. \u003C\u002Fli>\n  \u003Cli>The Employer shall not be held liable in the event of any default in the servicing of  the loan by the beneficiary employee. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.4.5 Salary Advance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>A  permanent employee, may on application, be granted salary advance not exceeding  three (3) months' salary once a year subject to the availability of funds. \u003C\u002Fli>\n  \u003Cli>The  salary advance if granted, shall be re-paid within twelve (12) months through monthly deductions at source. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>17.4.6 Rent Advance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee may be granted rent advance amounting up to three (3) \n  months of his  basic salary from Inte1nally Generated Funds (IGF) subject to \n  the availability of funds. The rent advance if granted, shall be  re-paid within \n  twelve (12) months through month.ly deductions at source. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.4.7 Special Advance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>In the event of verified death of a spouse, child, or parent an  employee may be granted special advance up to two (2) months of his basic  salary from Internally Generated Funds (IGF) subject to the availability of  funds. The special advance if granted, shall be re-paid within twelve (12) months through monthly deductions at  source. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>17.4.8 Re-payment of  Loans and Advances\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>The total  monthly re-payment of all loans and advances shall not exceed 40% of the gross pay of an employee. \u003C\u002Fli>\n  \u003Cli>A loan or  advance which is outstanding against an employee  at the time of his leaving the employment shall be recovered from any entitlements that maybe due him. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>ARTICLE 18 - LEAVE ENTITLEMENTS \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>18.1 Introduction \u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Leave is a vital human resource management (HRM} tool to ensure the promotion of a healthy and productive workforce.  It shall be adm.inistered in line with the existing Leave Policies and  Guidelines of Agencies and Institutions and the provisions of the  Labour Act, 2003 (Act 651). \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>An employee may  be ent1tled to anv of the following types of Leave \u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Annual Leave; \u003C\u002Fli>\n  \u003Cli>Casual  Leave; \u003C\u002Fli>\n  \u003Cli>Maternity  Leave; \u003C\u002Fli>\n  \u003Cli>Paternity  Leave; \u003C\u002Fli>\n  \u003Cli>Sick  Leave; \u003C\u002Fli>\n  \u003Cli>Study  i,eave Without Pay; \u003C\u002Fli>\n  \u003Cli>Compassionate  Leave; \u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Disembarkation Leave; and \u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Leave Without Pay. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>\u003Cstrong>18.2 Annual Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An Annual Leave is an earned leav period of rest from work granted  to an employee with full pay within the calendar year. The calendar yearshall  be from 1st January to 31st December. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Annual Leave is mandatory. An agreement by an employee to relinquish  his entitlement to Annual Leave is void. \u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cp>\u003Cstrong>18.2.1 Part Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>An employee shall r.ave the right to take bis Annual Leave in  installments. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>18.2.2 Deferred Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Management  shall ensure that all employees- take Annual Leave. Employees who fail to proceed on Annual Leave shall be compelled to  do so. \u003C\u002Fli>\n  \u003Cli>Where the  exigencies of work do not permit or allow an employee to take his Annual Leave,  the employer may request the employee to defer his Annual Leave subject to  approval. \u003C\u002Fli>\n  \u003Cli>Annual  Leave shalJ not be deferred beyond one year. \u003C\u002Fli>\n  \u003Cli>The  reason(s) for the leave deferrnent should be properly documented in writ.ing by  the approving authority. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>\u003Cstrong>18.2.3 Duration of Annual Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp align=\"left\">The number of days  of Annual Leave available to an employee shall  be as \nfellows \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>36  working days - Senior staff \u003C\u002Fli>\n  \u003Cli>28  working days - Junior staff \u003C\u002Fli>\n  \u003Cli>21 working  days - Utility staff \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>18.2.4 Resumption of Duty after Annual Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>An  employee shall resume duty on the  working day immediately preceding the date of expiry of his Annual Leave. \u003C\u002Fli>\n  \u003Cli>An  employee who unjustifiably overstays his Annual Leave for a period of ten (lQ) working days consecutively shall  be deemed to have vacated his post. \u003C\u002Fli>\n  \u003Cli>Where an  employee overstays his Annual Leave for less than  ten (10) working days without reasonable cause, he shall be sanctioned in accordance with the Agency's Code of Conduct and Disciplinary Procedures. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>18.3 Casual Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Casual  Leave is a short leave of absence granted to an employee after he has exhausted his Annual Leave. \u003C\u002Fli>\n  \u003Cli>An  employee may be granted Casual  Leave of up to ten (10) working days within a calendar year. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>18.4 Compassionate Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cli>An employee shall be granted Compassionate Leave not exceeding ten (10) werking days under special  circumstances, including a tragedy involving the employee or his immediate family  member 1.e. father, mother, spouse, child or ward. \u003C\u002Fli>\n  \u003Cli>Compassionate  Leave shall not bededucted  from Annual Leave. \u003C\u002Fli>\u003C\u002Fdiv>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>\u003Cstrong>18.5 Maternity Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cli>A female  employee who is pregnant shall be entitled to at least twelve (12) weeks Leave with pay to enable her deliver and nurse her baby. Maternity  Leave shall be additional  to Annual Leave entitlement. \u003C\u002Fli>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cli>The  period of Maternity Leave _shall be extended for at least two (2) additional weeks where the  confinement is abnormal or where in the course of the same confine.ment two or  more babies are bom. \u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\n  \u003Cli>A female  employee shall apply for Maternity Leave by sending her medical certificate to  the immediate supervisor who shall in turn forward it for the consideration of the approving authority. \u003C\u002Fli>\n  \u003C\u002Fol>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Col type=\"a\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cli>On  resumption of duty a  nursing employee shall be allowed two (2) hours off daty each working day for the nursing of the child up to a period of  twelve (12) months. \u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fol>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Col type=\"a\">\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave_father\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>\u003Cstrong>18.6 Paternity Leave\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave_father\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\n\u003Col type=\"a\">\n  \u003Cli>A male employee is entitled to five (5) working days Paternity Leave to support his registered spouse (1) who has given birth. \u003C\u002Fli>\n  \u003Cli>Paternity  Leave is subject to the  submission of a Medical Certificate by the employee to  an immediate supervisor who shall in turn forward it for the consideration of  the approving authority. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>18.7 Sick Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>\u003Cstrong>18.7.1 Written Notice \u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>An employee who is unable to  attend to duty on account of ill-health or ether medical cause, shall send a written notice to the immediate supervisor as  soon as practicable. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>18.7.2 Excuse Duty Form\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The employee shall obtain an Excuse Duty Form from a registered  medical practitioner to cover absence from duty for medical reasons on account  of sickness stating \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>the cause  of absence, and \u003C\u002Fli>\n  \u003Cli>the probable date of assumption of duty. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>18.7.3 Requirements for Sick Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Where an  employee suffers from an illness which necessitates continued absence from duty  fora period of up to one  (1) week, the employee shall furnish the immediate supervisor with a medical report from a registered medical practitioner. \u003C\u002Fli>\n  \u003Cli>Where the  illness requires the continued  absence from duty beyond the period of one (1) week, i:he emplovee may be dispensed from discharging duties without loss of salary fora period of not more than six (6) months including the date of first dispensation. \u003C\u002Fli>\n  \u003Cli>Where an  illness necessitates the absence  from duty of an employee  beyond the period of six  (6) months, the Agency or  Facility may extend the dispensation for a further six (6)  months. \u003C\u002Fli>\n  \u003Cli>An  employee granted dispensation js required to furnish the Head of the Agency or  Facility with a report from a registered medica! practitioner at intervals of  one month from the date of the first report. \u003C\u002Fli>\n  \u003Cli>If the  employee is unable to resume duty at the end of the dispensation period, the Head of the Agency or Facility shall  require a certificate from a Medica! Board appointed by the Agency or Facility for that purpose. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>For the avoidance  of doubt, an employee shall be entitled to Sick Leave with Pay as fellows \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>First year                                  full  salary- \u003Cbr>\n  Second year                             half(^)  salary during the pendency of the \u003Cbr>\nMedical Board 's report \u003C\u002Fp>\n\u003Cp>\u003Cstrong>18.7.4 Taking Sick  Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>An  employee is required to send his medica! report or certificate to his immediate  supervisor who is expected to forward it for the attention of the approving authority. \u003C\u002Fli>\n  \u003Cli>The Head of Agency or Institution is required to  notify the approving authority when an employee remains on Sick Leave for more  than one year. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>18.8 Study Leave With  or Without Pay\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>\u003Cstrong>18.8.1 Study  Leave With Pay \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>As far as practicable, the employer shall consider the grant of  Study Leave to employees depending on the nec<ls of the Service. The grant  of Study Leave shall be equitably distribute<l to benefit as many employees  as possible. \u003C\u002Fp>\n\u003Cp align=\"left\">To qualify for study Leave whh pay, the employee shall satisfy the  following requirements \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>the  employee must have served for a minimum of three (3) years. However, employees werking in deprived or underserved areas may be eligible for Study  Leave With Pay after a minimum of two (2) years continuous service in such locations; \u003C\u002Fli>\n  \u003Cli>An  employee opting for programmes in deprived specialties shall serve for two (2)  years on first appointment to qualify \u003C\u002Fli>\n  \u003Cli>For other  specialties, employees will have to serve three (3) years to be eligible for study  leave; \u003C\u002Fli>\n  \u003Cli>the  employee should not have been alleged to have committed a major offence wbich  is under investigation; \u003C\u002Fli>\n  \u003Cli>the  employee should not be serving a bond. However, an  employee under a bond may be granted a waiver by the Ministry or Agency if the  expertise gained from the course is a priority; \u003C\u002Fli>\n  \u003Cli>an  employee wishing to pursue a sandwich or part-time programme shall obtain  approval after serving fora minimum of three (3) years. Where the employee does not obtain the necessary approval, certificates obtained on completion of the programme'll all not be  automatically recognised for promotion, upgrading or conversion. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>18.8.2 Study leave Without Pay \u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>An employee may be granted Leave  without pay to enable hun take care of event(s) that interfere with his ability  to meet his employment responsibilities. The period of absence which is regarded as a temporary break in service shall not count as  service with the Agency. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>18.8.2.1  Duration for Leave Without Pay & f--Absenee\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>An employee may be granted leave of absence without pay for a period not exceeding two (2) years. A minimum interval  of four (4) years must  however elapse before he may be considered again  for a similar leave of absence witho'J.t \u003Cbr>\n  pay. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>18.8.2.2 Eligibility for  the Grant of Leave Without Pay\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>To be eligible for Leave without pay, an employee must satisfy the following requirements \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>three  (3)years continuous service after first appointment or re­appointment; \u003C\u002Fli>\n  \u003Cli>the employee's absence does not have an adverse effect on the job; \u003C\u002Fli>\n  \u003Cli>there  must be no pending disciplinary action against the employee; \u003C\u002Fli>\n  \u003Cli>the  employee must not be indebted  to the Government of  Ghana; and \u003C\u002Fli>\n  \u003Cli>the employee must not be under any form of  bond. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>The employee shall vacate his official accommodation yVithin three (3) months of the commencement of the Leave without  pay. \u003C\u002Fp>\n\u003Cp>\u003Cstrong>18.9 Disembarkation Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>An  employee who returns from abroad  to resume duty after an  approved course of study shall be granted Disembarkation Leave. \u003C\u002Fli>\n  \u003Cli>The  employee shall first report for duty and thereafter apply for Disembarkation Leave using the Employee Annual Leave Application  Form. \u003C\u002Fli>\n  \u003Cli>An  employee shall enjoy disembarkation leave as indicated below \n    \u003Col>\n      \u003Cli>three to six months course - seven (7) werking days \u003C\u002Fli>\n      \u003Cli>  one year and above course -- fourteen (14) werking  days \n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Ch3 align=\"left\">ARTICLE 19 - MEMBERSHIP OF COMMITTEE \u003C\u002Fh3>\n\u003Col type=\"a\">\n  \u003Cli>An  employee must obtain, through the appropriate channel of communication, prior  permission of the head of Agency or Facility before  accepting membership of any Committee of a public body which may necessitate  his absence from work during werking hours. \u003C\u002Fli>\n  \u003C\u002Fol>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Col type=\"a\">\u003Cli>The  absence of an employee to attend the meetings of recognised Public Bodies of which he is a member shall be with pay. However if the absence  becomes excessive the employee may be  required by the appropriate authority to reduce his outside commitments. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3 align=\"left\">ARTICLE 20 - TRAINING  AND DEVELOPMENT\u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Cp>\u003Cstrong>20.1 Training\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cli>A health  agency or facility shall provide  suitable job-related  training for all employees where training is expected to  enhance job performance. \u003C\u002Fli>\n  \u003Cli>The  Agency or Facility shall consider on merit any request by an employee to attend  a course which will improve his performance. The request shall be considered in line with the  manpower needs of the Agency  or Facility. \u003C\u002Fli>\n  \u003Cli>Through training programmes,  f11ployees shall improve their knowledge and skills and acquire  further academie or professional qualifications. \u003C\u002Fli>\u003C\u002Fdiv>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>20.2 Training Facilities\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp align=\"left\">The training facilities available to employees shall include the following: \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Induction  and Orientation on first appointment \u003C\u002Fli>\n  \u003Cli>In-service  trammg as a general means for ensuring and advancing general  efficiency through job specific knowledge as required under the Labour law \u003C\u002Fli>\n  \u003Cli>Attendance  at conferences and seminars \u003C\u002Fli>\n  \u003Cli>Management  or other professional  training courses both local  and foreign \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>20.3 Cost of Training\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>Where training of an employee is relevant to the job  and the training request is at the instance of the Employer, the Employer shall be responsible for the full cost of the training, subject to  availability of funds. \u003C\u002Fli>\n  \u003Cli>The time spent in training shall be treated as  paid work hours. \u003C\u002Fli>\n  \u003Cli>Where an  employee enrolls in a training programme by himself, the Employer  shall not be responsible  for any associated cost. \u003C\u002Fli>\n  \u003Cli>Where training is being undertaken in a local  institution, management shall  give time off where  nccessary to enable employee attend the program if the perrnission will not interfere with the smooth  running of the facility. \u003C\u002Fli>\n  \u003Cli>An  employee sponsored by the Employer to pursue a training course shall be bonded  in line with the Study Leave Policy. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>20.4 Application of Skills\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>An  employee who returns from  training must submit a training report  which details the skills acquired,  how these skills could be applied on the job and indicate  how the Employer can facilitate the smooth transfer of the skills to the work  situation. \u003C\u002Fli>\n  \u003Cli>The Employer shall provide an appropriate enabling  environment for an employee who returns from training to apply bis newly  acquired skills. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>20.5 Career  Development\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n    \u003Cli>The  Ernployer shall recognise the importance of the professional growth of the employee because it carries with  it the benefits of improved performance and professional  networking. \u003C\u002Fli>\n    \u003Cli>The  selection of professional development programmes shall be aligned to the overall  goal of the Agency or  Facility and the individual development goal  of the employee identified through performance reviews and career development plans. \u003C\u002Fli>\n    \u003Cli>Additional  qualification obtained by the employee shall be recognised by the employer for  the purpose of appointment and progression in line with the Agency or Facfuty Study Leave Policy. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Ch3>ARTICLE  21 - HEALTH, SAFETY AND WELLBEING \u003Cbr>\n\u003C\u002Fh3>\n  \u003Cp>A health agency or facility shall place emphasis on the health, safety and wellbeing of its employees at all times. To this end, the  Agency or Facility shall provide in writing Health and Safety  Regulations and these shall be reviewed  periodically. \u003C\u002Fp>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>\u003Cstrong>21.1 Healthcare\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>Employees, their spouses and depe dants shall subscribe to and take full advantage of the NHIS. \u003C\u002Fp>\n  \u003Cp>A. The  health agencies or facilities shall be responsible for \u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cli>preventive Healthcare (including vaccinations, annual health checkups and screening); \u003C\u002Fli>\u003C\u002Fdiv>\n    \u003Cli>curative  and Surgical procedures  (including Cardiology, Cardiac  Surgery, Oncology, Dialysis, Reproductive,  Maternal and Child Health); \u003C\u002Fli>\n    \u003Cli>restorative  healthcare, including rehabilitation, addiction management, dentures and physiotherapy; \u003C\u002Fli>\n    \u003Cli>psychiatrie  and psychological care; \u003C\u002Fli>\n    \u003Cli>ophthalmology  and optical services; \u003C\u002Fli>\n    \u003Cli>dental care; \u003C\u002Fli>\n    \u003Cli>pharmaceutical  services (including medication outside the NHIS Medicines list); \u003C\u002Fli>\n    \u003Cli>laboratory  and imaging services  (diagnostic services); and \u003C\u002Fli>\n    \u003Cli>alternative  healthcare except that the  traditional practitioner must have been  certified and registered by the Traditional and Alternative Medical Council under the Ministry. \u003C\u002Fli>\n  \u003C\u002Fol>\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>B. In any case, the cost of heaJthcare shaJl be borne by the NHJS and where it  exceeds or is not covered by NHIS, the Agency shall bear fifty percent (50%) of the extra cost for the employees, their spouses (1) and four (4) children as negotiated and  agreed at the PSJSNC. \u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Cp>C. Where it is established that an employee contracted an occupation related disease or ailment prior to bis retirement, the health Agency or Facility  shall be responsible for his treatment in.to his  retirement. \u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Cp>\u003Cstrong>21.1.1 Foreign Medical  Services\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>An employee shall  be provided foreign medical services for ailments that can.not \nbe treated locally subject to laid down Government Guidelines.\u003C\u002Fp>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>\u003Cstrong>21.1.2 Access to Healthcare\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n    \u003Cli>An  employee, his spouse (1) and dependants (4) shall access healthcare services in  a government hospital. \u003C\u002Fli>\n    \u003Cli>Where  there is no government hospital in the area in which an employee lives, the  employee shall access healthcare in an accredited private health facility. \u003C\u002Fli>\n    \u003Cli>An  employee, his spouse (1) and dependants (4) shall be provided with all Primary, Secondary and Tertiary healthcare services  available in the country. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n  \u003C\u002Fol>\n  \u003Cp>\u003Cstrong>21.1.3 Refund of Medical Bills\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cli>The  management of health Agencies or Facilities and the Union shall develop  guidelines for the refund of medical bills to employees. \u003C\u002Fli>\n    \u003Cli>Management  shall disseminate and circulate the Guidelines to employees. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyprovisions\">\u003Cp>\u003Cstrong>21.2 Occupational Health, Safety and Environment\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Cp align=\"left\">The employer shall make reasonable and  appropriate provisions for the health \nand safety of the employee at the workplace. \u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>\u003Cstrong>21.2.1 Workmen’s Compensation and Incapacitation\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Col type=\"a\">\n    \u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyext\">\u003Cli>An  employee incapacitated by disease or injury in the course of employrnent shall be compensated in accordance with the Workmen's  Compensation Act, 1987 (PNDCL 187) and the Labour Act, 2003 (Act 651). \u003C\u002Fli>\n    \u003Cli>The  employer shall pay expenses in respect of the disease or injury. \u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003Cli>An  employee who is unable to report for duty because of injury sustained at work  shall be granted full payment of salary during the period nece sary for  recovery as certifi d by an accredited Medica! Officer. \u003C\u002Fli>\n    \u003Cli>Where total disability or incapacitation results! the case shall be examined by a Medica} Board which shall make  recommendation to the Council  or Board of the health Agency or Facility. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>\u003Cstrong>21.2.3 Employer to Maintain Standards of Safety at  Workplace\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cli>The employer shall mruntain standards of safety  and health in all facilities to  prevent workplace accidents, injuries and illnesses.. \u003C\u002Fli>\n    \u003Cli>When an employee finds himself in any situation at  the workplace which he has reasonable cause to believe presents an  imminent and serious danger to his life, safety or hea.ILh the employee shall  immediately report this fact to his immediate supervisor and remove himself from the  situation in line with the Labour Act, 2003 (Act 651). \u003C\u002Fli>\n    \u003Cli>An employer shall not dismiss or terminate the  appointment of an employee or withhold any remuneration due the employee who  has removed himself from a workpiace situation whi9h he believes  presents an imminent and serious <langer to his life, safety or health in line with the Labour Act, 2003 (Act 651). \u003C\u002Fli>\n    \u003Cli>An  employer shall not require a worker to return to work in circumstances where there is a continuing eminent  <langer to the life, safety  and health of the employee. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n  \u003C\u002Fol>\n  \u003Cp>\u003Cstrong>21.2.4 Employee to  Comply with Safety Regulations\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>An employee shall comply with all health and  safety regulations at the \nworkplace. \u003C\u002Fp>\n\u003Cstrong>21.2.5 Occupational  Health and Safety Committee\u003C\u002Fstrong>\n  \u003Cp>Occupational Health, Safety and Environment Committees made up of  Employer and Union representatives shall be established in all health  agencies and facilities. The Committee shall operate in accordance with  the policy and procedures in addition to the following safety conditions \u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cdiv class=\"cbaClause highlight\" id=\"clause-monitoring\">\u003Cli>the  employer shall ensure that every employee works under satisfactory, safe and healthy conditions; \u003C\u002Fli>\n    \u003Cli>the employer shall provide and maintain at the workplace, plant and  systems that are safe and with minimal risks to the health of the employee; \u003C\u002Fli>\u003C\u002Fdiv>\n    \u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cli>the  employer shall supply and maintain at no cost to the employee adequate safety  ppliances, suitable fire-fighting and personal protective clothing, and train  the employee in the use of the appliances or the equipment; and \u003C\u002Fli>\u003C\u002Fdiv>\n    \u003Cli>the  employer shall provide separate and suitable changing rooms for male and female  employees. \u003C\u002Fli>\n    \u003Cli> Health Agencies and Facilities shall be made disability  friendly. \u003Cbr>\n    \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Cp>\u003Cstrong>21. 3 Employees  Living with HIV\u002F AIDS \u003C\u002Fstrong>\u003Cbr>\n    \u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hiv\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>There shall be no discrimination against employees on the basis of a  real or perceived- HIV\u002F AIDS status in the spirit of decent work and respect  for human rights and dignity. \u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cli>HIV\u002F AIDS  screening shall not be a condition for persons applying for jobs in the health  Agencies or Facilities nor shall it be used as the basis for termination of  appointment. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n    \u003Cli>Health  services provided to employees living with HIV\u002F AIDS shall include access to treatment of HlV-related symptoms and opportunistic infections  such a.s TB and sexually transmitted diseases. \u003C\u002Fli>\n    \u003Cli>The  health Agency and Facility shall assist employees with HIV\u002F AIDS to access antiretroviral therapy. \u003C\u002Fli>\n    \u003Cli>The management of an Agency or  Faeility shall ensure that counseling and other forms  of social support are provided to employees with HIV\u002F AIDS.  The support shall also be  extended to the families of the affected employees. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n\u003C\u002Fol>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>\u003Cstrong>21.4 Uniform and Protective Clothing\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>An employee required to be in uniform or protective  clothing during official duty  shall receive a minimum of  a set of three (3) uniforms or appropriate protective clothing per year.\u003C\u002Fp>\u003C\u002Fdiv>\n  \u003Cp>\u003Cstrong>21.5 Recreational  Facilities\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>The employer may proviae facilities for recreation to promote employee wellbeing. \u003Cbr>\n\u003C\u002Fp>\n  \u003Ch3>ARTICLE 22 -  CODE OF CONDUCT AND DISCIPLINARY PROCEDURE \u003Cbr>\n    \u003C\u002Fh3>\n  \u003Cp>By definition, Code  of Conduct includes those values and regulations that are fashioned to derive optimum results from the service of the offices of the  Ghana Health Service. It is very necessail' to regulate the conduct  of employee who implements  the health needs of the citizenry. However the code should not be seen as catalogue of offences and penalties but rather as an  assurance for effective  performance. All employees  covered by this agreement shall  be subjected to the Code of Conduct and disciplinary  procedures established by their  respective Agencics and Facilities. \u003C\u002Fp>\n  \u003Ch3>ARTICLE 23 - LEAVING THE SERVICE\u003C\u002Fh3>\n  \u003Cp>\u003Cstrong>23.1 Resignation\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cli>An employee may resign from a health agency or  facility after serving or redeeming his bond, meeting all financial obligations  to the Agency or Facility, and giving one (1} month  notice or one (1) month basic salary in lieu of notice. \u003C\u002Fli>\n    \u003Cli>The  appropriate appointing authority  shall grant the resignation. \u003C\u002Fli>\n    \u003Cli>The  employee is required to wait until approval is conveyed to him  before proceeding on the resignation. \u003C\u002Fli>\n    \u003Cli>An  employee who leaves employment before obtaining approval shall  be considered to have vacated his  post. \u003C\u002Fli>\n    \u003Cli>Where the  employer fails to respond within one (1) month, the employee shall have the right to leave the employment and be considered as having resigned. \u003C\u002Fli>\n    \u003Cli>An  employee who resigns from an agency or facility and later returns for re-engagement may be considered based on the availability of vacancy.  Placement shall be based on bis current qualification  and experience. \u003C\u002Fli>\n    \u003Cli>An employee who realigns his appointment  shall return all property in  bis possession to the appropriate a:.H11ority of the health Agency or Facility ithin forty-eight (48} hours before the expiry of the notice period. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Cp>\u003Cstrong>23.2 Dismissal\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>Dismissal of an employee sball be effected where the grounds for the dismissal have been properly established by a well  constituted Disciplinary Committee in accordance with  the Code of Conduct and Disciplinary Procedures of the  Agency or Facility. \u003C\u002Fp>\n  \u003Cp>\u003Cstrong>23.3 Vacation of Post\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Col type=\"a\">\n    \u003Cli>An employee who absents himself from duty for ten (10) continuous ______ working days without reasonable cause shall be regarded as having \nvacated his post. \u003C\u002Fli>\n    \u003Cli>The  employee shall be notified and given the opportunity within five (5) working days to show reasonable cause why his employment should not be terminated in accordance with  due process. \u003C\u002Fli>\n    \u003Cli>A letter  of termination shall be written to the employee after all attempts at reaching  him at the given address prove futile. \u003C\u002Fli>\n  \u003C\u002Fol>\n  \u003Cp>\u003Cstrong>23.4 Compulsory Retirement\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>An employee shall be required to retire compulsorily from the Service on attaining the statutory retirement age in accordance with  Article 199 of the 1992 Constitution of Ghana. \u003Cbr>\n\u003C\u002Fp>\n  \u003Cp>\u003Cstrong>23.5 Voluntary Retirement \u003C\u002Fstrong>\u003Cbr>\n    \u003C\u002Fp>\n\u003Cp>An employee may  retire voluntarily any time  after the statutory age of  forty- five (45) years in accordance with Article 199 (2) of the 1992  Constitution. However, the employee shall give three (3) months notice to the employer. \u003C\u002Fp>\n  \u003Cp>\u003Cstrong>23.6 Retirement on Medical Grounds\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp>An employee may be retired on medical grounds  on the recommendation of a certified Medical Board. The retired employee shall enjoy all retirement benefits accruing to him in line with the National Pensions Act, 2008 (Act 766) and any other enactment  thereto. \u003C\u002Fp>\n  \u003Cp>\u003Cstrong>23.7 Termination of Appointment\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n    \u003Cli>An employee on probation rnay have his  appointment terminated at the instance of the Agency or Facility if he fails to meet the conditions goveming bis appointment as indicated in his  letter of appointment and job description.  \u003C\u002Fli>\n    \u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cli>At the  expiration of a contract or temporary engagement of an employee, his services  shall be considered terminated unless his appointment is renewed. \u003C\u002Fli>\n    \u003Cli>The  employer may terminate the appointment of an employee by giving him one (1)  month basic salary in lieu of notice in line with  Section 17 of the Labour Act, 2003 (Act 651). \u003C\u002Fli>\u003C\u002Fdiv>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coldismissalsupport_trigger\">\u003Cp>\u003Cstrong>23.8 Redundancy\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cli>Where the services of an employee are no longer required he  may be made redundant, retrenched or redeployed. An employee affected by  redundancy shall be duly compensated in accordance with Section 65 of the  Labour Act, 2003 (Act 651). \u003C\u002Fli>\u003C\u002Fdiv>\n  \u003Cli>In the  event of subsequent opportunities arising, an employee whose appointment was  terminated on account of redundancy shall be given preference. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>23.9 Certificate of Service\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp align=\"left\">An employee on leaving a h<\"9Jth Agency or Facility shall be given end of service \n    recognition including a certificate ind:cating his service record, disengagement \nstatu and cor1mendations, if any.\u003C\u002Fp>\n  \u003Cp>\u003Cstrong>23.10 Death in Active Service\u003C\u002Fstrong>\u003C\u002Fp>\n  \u003Cp align=\"left\">In the event of an employee dying in active  service \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>the  spouse and children of the deceased employee shall be permitted to live in the accommodation provided by the  Agency or Facility which the deceased was occupying at the time of his death  for a maximum period of six (6) months from the date of death of the employee. \u003C\u002Fli>\n    \u003Cli>The payment of salaries and other emoluments  due to the employee shall cease at the end of the month in which the employee <lied.    \u003C\u002Fli>\n    \u003Cli>All accrued benefits due the deceased employee  shall be paid to his named beneficiarJ. \u003C\u002Fli>\n\u003C\u002Fol>\n  \u003Ch3>ARTICLE 24 - FACILITIES TO BE ACCORDED TO  EMPLOYEE'S \nORGANIZATION: \u003C\u002Fh3>\n\u003Col type=\"a\">\n  \u003Cli>Facilities  shall be accorrled to the  representatives or recognised Employees' organizations as may be appropriate in  order to enable them carry out their functions promptiy  ar.:.d work efficiently both during and outside their hours of work. \u003C\u002Fli>\n    \u003Cli>The  nature and scope of these facilities shall be determined by the Service in consultation with the Health Services Workers' Union (HSWU). \u003C\u002Fli>\n    \u003Cli>Administrative  instructions shall be  issued from time to time by the health Agency or Facility for the effectivc implementation  of this collective agreement when the need arises. \u003C\u002Fli>\n    \u003Cli>These  instructions shall not run  counter to any of the provisions of this agreement. \u003C\u002Fli>\n  \u003C\u002Fol>\n\u003Ch3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignsinglesignatory\">ARTICLE 25 - SIGNATORIES \u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>This document shall remain the terms of Contract of Engagement between the Health Agencies  and Facilities under the  Ministry of Health on the one hand and the Health Services  Workers' Union (HSWU) of the Trades Union  Congress (TUC) (Ghana) represented by her authorised Assignee on the other  hand. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dated in Accra on this 11th day of December, 2015. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Signed for and on behalf of Government and HSWU of TUC (Ghana) by: \u003C\u002Fp>\n\u003Cp>\u003Cbr>\nMinister of Health \u003C\u002Fp>\n\u003Cp>_____________________________\u003C\u002Fp>\n\u003Cp>\u003Cbr>\n  National Chairman - \n  Health Services Werkers' Union of \nTUC (Ghana) \u003C\u002Fp>\n\u003Cp>_____________________________\u003C\u002Fp>\n\u003Cp>Minister of Employment and Labour Relations\u003C\u002Fp>\n\u003Cp>_____________________________\u003C\u002Fp>\n\u003Cp>General Secretary - Health Services Werkers' Union of \nTUC (Ghana)\u003C\u002Fp>\n\u003Cp>_____________________________\u003C\u002Fp>\n\u003Cp>Chief Executive - Fair Wages and Salaries Commission\u003C\u002Fp>\n\u003Cp>_____________________________\u003C\u002Fp>\n\u003Cp>Deputy General Secretary - Health Services Werkers' Union of \nTUC (Ghana)\u003C\u002Fp>\n\u003Cp>_____________________________\u003Cbr clear=\"all\">\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbadate_end_date":48,"cbamemtrad":52,"cbasignsinglesignatory":56,"cbasignsingle":59,"cbadate_end":61,"trainingprogrammes":63,"trainingfund":67,"SOCSEC_trigger":71,"pensionfund":75,"disabilityfund":79,"unemploymentfund":83,"contracttrial":86,"contracttrialperiod":90,"coldismissalsupport_trigger":94,"tempagency":98,"sicknesspay":102,"disabilitypay":106,"healthcareaccess":110,"healthcareaccessrelatives":114,"healthinsurance":118,"healthinsurancerelatives":122,"healthandsafetypolicy":124,"healthandsafetyext":128,"protectiveclothing":130,"code_application":134,"healthandsafetytraining":138,"hivpolicy":142,"hiv":146,"healthandsafetyprovisions":150,"monitoring":153,"funeralpay":157,"paidmaternityleave":161,"paidmaternityleave_father":165,"paidmaternityleaveduration":169,"paidmaternityleavepay":173,"maternityotherclause":176,"pregnancy":180,"paidpaternityleave":184,"deathrelatives":186,"nursingmothers":190,"maternity_nursing_breaks_duration":192,"maternity_nursing_breaks_length":195,"discrimination":197,"dayspweek_select":200,"hourspweek_select":204,"PAIDLEAV_trigger":206,"holidaysdays":210,"ADMINISTRATIVE_trigger":214,"NOCTPREM_trigger":218,"OVERTIME_trigger":222,"CONSIGN_trigger":226,"overtimeallowanceperc1_general":230,"overtimeallowancetype1":234,"HARDSHIP_trigger":238,"SUNDAY_trigger":242,"sundayallowancetype1":246,"COMMUTE_trigger":248,"commutingallowancetype1":252,"direct_participation_hrs":256,"strikes_trigger":260,"coverunion_trigger":264,"contractseverancepay":268,"STRUCINCR_trigger":272},{"bindId":45,"name":46,"text":47},"cbadate_start","This Collective Agreement shall be effec","This  Collective Agreement shall be effective on January 1, 2016. \n  This Collective Agreement takes precedence  over any other existing Collective Agreement(s) from 1st January, 2016. ",{"bindId":49,"name":50,"text":51},"cbadate_end_date","The duration of this Agreement shall be ","The  duration of this Agreement shall be two (2) years. The provisions in this  agreement can be amended, rescinded or otherwise altered at any time  after one year during the life of this Agreement by mutual agreement between  the parties hereto. The amendment shall be evidenced in writing citing the  specified provisions of agreement affected. Negotiations for such changes shall  begin not later than 30 days after the date of notification. ",{"bindId":53,"name":54,"text":55},"cbamemtrad","This Collective Agreement is made on thi","This Collective Agreement is made on this 11th day of December, 2015 between  the Health Agencies and Facilities under the Min1stry of Health and the Christian Health Association of Ghana (CHAG) (hereinafter called \"The Employer'') and  the Health Services Workers'  Union of Trades Union Co  gress Ghana) (hereinafter called \"The Union\") in accordance with Labour Act (2003 \nAct 651). ",{"bindId":57,"name":58,"text":58},"cbasignsinglesignatory","ARTICLE 25 - SIGNATORIES ",{"bindId":60,"name":54,"text":55},"cbasignsingle",{"bindId":62,"name":50,"text":51},"cbadate_end",{"bindId":64,"name":65,"text":66},"trainingprogrammes","ARTICLE 20 - TRAINING AND DEVELOPMENT","ARTICLE 20 - TRAINING  AND DEVELOPMENT",{"bindId":68,"name":69,"text":70},"trainingfund","A health agency or facility shall provid","A health  agency or facility shall provide  suitable job-related  training for all employees where training is expected to  enhance job performance. \n  The  Agency or Facility shall consider on merit any request by an employee to attend  a course which will improve his performance. The request shall be considered in line with the  manpower needs of the Agency  or Facility. \n  Through training programmes,  f11ployees shall improve their knowledge and skills and acquire  further academie or professional qualifications. ",{"bindId":72,"name":73,"text":74},"SOCSEC_trigger","17.3 Mandatory Benefits (Social Security","17.3 Mandatory Benefits (Social Security)",{"bindId":76,"name":77,"text":78},"pensionfund","The employer shall contribute 13% of an ","The employer shall contribute 13% of an employee's basic monthly salary towards his retirement as provided under the National Pensions Act, 2008 (Act 766) as amended by Act 833 of 2014. ",{"bindId":80,"name":81,"text":82},"disabilityfund","21.2.1 Workmen’s Compensation and Incapa","21.2.1 Workmen’s Compensation and Incapacitation",{"bindId":84,"name":77,"text":85},"unemploymentfund","The  employer shall contribute 13% of an employee's basic monthly salary towards his retirement as provided under the National Pensions Act, 2008 (Act 766} as amended by Act 833 of 2014. ",{"bindId":87,"name":88,"text":89},"contracttrial","ARTICLE 11- PROBATION PERIOD","ARTICLE 11-  PROBATION PERIOD",{"bindId":91,"name":92,"text":93},"contracttrialperiod","A new employee shall be required to unde","A new employee shall  be required to undergo a probation period of six (6)  months from the date of  engagement. However, the  Employer may extend the probation for a further three (3) months for stated reasons upon performance apprai:..:al. ",{"bindId":95,"name":96,"text":97},"coldismissalsupport_trigger","23.8 Redundancy Where the services of an","23.8 Redundancy\n\n  Where the services of an employee are no longer required he  may be made redundant, retrenched or redeployed. An employee affected by  redundancy shall be duly compensated in accordance with Section 65 of the  Labour Act, 2003 (Act 651). \n  In the  event of subsequent opportunities arising, an employee whose appointment was  terminated on account of redundancy shall be given preference. ",{"bindId":99,"name":100,"text":101},"tempagency","At the expiration of a contract or tempo","At the  expiration of a contract or temporary engagement of an employee, his services  shall be considered terminated unless his appointment is renewed. \n    The  employer may terminate the appointment of an employee by giving him one (1)  month basic salary in lieu of notice in line with  Section 17 of the Labour Act, 2003 (Act 651). ",{"bindId":103,"name":104,"text":105},"sicknesspay","For the avoidance of doubt, an employee ","For the avoidance  of doubt, an employee shall be entitled to Sick Leave with Pay as fellows \n",{"bindId":107,"name":108,"text":109},"disabilitypay","An employee incapacitated by disease or ","An  employee incapacitated by disease or injury in the course of employrnent shall be compensated in accordance with the Workmen's  Compensation Act, 1987 (PNDCL 187) and the Labour Act, 2003 (Act 651). \n    The  employer shall pay expenses in respect of the disease or injury. ",{"bindId":111,"name":112,"text":113},"healthcareaccess","21.1 Healthcare Employees, their spouses","21.1 Healthcare\n  Employees, their spouses and depe dants shall subscribe to and take full advantage of the NHIS. \n  A. The  health agencies or facilities shall be responsible for \n  \n    preventive Healthcare (including vaccinations, annual health checkups and screening); \n    curative  and Surgical procedures  (including Cardiology, Cardiac  Surgery, Oncology, Dialysis, Reproductive,  Maternal and Child Health); \n    restorative  healthcare, including rehabilitation, addiction management, dentures and physiotherapy; \n    psychiatrie  and psychological care; \n    ophthalmology  and optical services; \n    dental care; \n    pharmaceutical  services (including medication outside the NHIS Medicines list); \n    laboratory  and imaging services  (diagnostic services); and \n    alternative  healthcare except that the  traditional practitioner must have been  certified and registered by the Traditional and Alternative Medical Council under the Ministry. \n  \nB. In any case, the cost of heaJthcare shaJl be borne by the NHJS and where it  exceeds or is not covered by NHIS, the Agency shall bear fifty percent (50%) of the extra cost for the employees, their spouses (1) and four (4) children as negotiated and  agreed at the PSJSNC. ",{"bindId":115,"name":116,"text":117},"healthcareaccessrelatives","21.1.2 Access to Healthcare An employee,","21.1.2 Access to Healthcare\n\n    An  employee, his spouse (1) and dependants (4) shall access healthcare services in  a government hospital. \n    Where  there is no government hospital in the area in which an employee lives, the  employee shall access healthcare in an accredited private health facility. \n    An  employee, his spouse (1) and dependants (4) shall be provided with all Primary, Secondary and Tertiary healthcare services  available in the country. ",{"bindId":119,"name":120,"text":121},"healthinsurance","B. In any case, the cost of heaJthcare s","B. In any case, the cost of heaJthcare shaJl be borne by the NHJS and where it  exceeds or is not covered by NHIS, the Agency shall bear fifty percent (50%) of the extra cost for the employees, their spouses (1) and four (4) children as negotiated and  agreed at the PSJSNC. \n  C. Where it is established that an employee contracted an occupation related disease or ailment prior to bis retirement, the health Agency or Facility  shall be responsible for his treatment in.to his  retirement. ",{"bindId":123,"name":116,"text":117},"healthinsurancerelatives",{"bindId":125,"name":126,"text":127},"healthandsafetypolicy","21.2 Occupational Health, Safety and Env","21.2 Occupational Health, Safety and Environment\n  The employer shall make reasonable and  appropriate provisions for the health \nand safety of the employee at the workplace. ",{"bindId":129,"name":108,"text":109},"healthandsafetyext",{"bindId":131,"name":132,"text":133},"protectiveclothing","21.4 Uniform and Protective Clothing An ","21.4 Uniform and Protective Clothing\n  An employee required to be in uniform or protective  clothing during official duty  shall receive a minimum of  a set of three (3) uniforms or appropriate protective clothing per year.",{"bindId":135,"name":136,"text":137},"code_application","21.2.3 Employer to Maintain Standards of","21.2.3 Employer to Maintain Standards of Safety at  Workplace\n  \n    The employer shall mruntain standards of safety  and health in all facilities to  prevent workplace accidents, injuries and illnesses.. \n    When an employee finds himself in any situation at  the workplace which he has reasonable cause to believe presents an  imminent and serious danger to his life, safety or hea.ILh the employee shall  immediately report this fact to his immediate supervisor and remove himself from the  situation in line with the Labour Act, 2003 (Act 651). \n    An employer shall not dismiss or terminate the  appointment of an employee or withhold any remuneration due the employee who  has removed himself from a workpiace situation whi9h he believes  presents an imminent and serious \u003Clanger to his life, safety or health in line with the Labour Act, 2003 (Act 651). \n    An  employer shall not require a worker to return to work in circumstances where there is a continuing eminent  \u003Clanger to the life, safety  and health of the employee. ",{"bindId":139,"name":140,"text":141},"healthandsafetytraining","the employer shall supply and maintain a","the  employer shall supply and maintain at no cost to the employee adequate safety  ppliances, suitable fire-fighting and personal protective clothing, and train  the employee in the use of the appliances or the equipment; and ",{"bindId":143,"name":144,"text":145},"hivpolicy","preventive Healthcare (including vaccina","preventive Healthcare (including vaccinations, annual health checkups and screening); ",{"bindId":147,"name":148,"text":149},"hiv","There shall be no discrimination against","There shall be no discrimination against employees on the basis of a  real or perceived- HIV\u002F AIDS status in the spirit of decent work and respect  for human rights and dignity. \n  \n    HIV\u002F AIDS  screening shall not be a condition for persons applying for jobs in the health  Agencies or Facilities nor shall it be used as the basis for termination of  appointment. \n    Health  services provided to employees living with HIV\u002F AIDS shall include access to treatment of HlV-related symptoms and opportunistic infections  such a.s TB and sexually transmitted diseases. \n    The  health Agency and Facility shall assist employees with HIV\u002F AIDS to access antiretroviral therapy. \n    The management of an Agency or  Faeility shall ensure that counseling and other forms  of social support are provided to employees with HIV\u002F AIDS.  The support shall also be  extended to the families of the affected employees. ",{"bindId":151,"name":126,"text":152},"healthandsafetyprovisions","21.2 Occupational Health, Safety and Environment",{"bindId":154,"name":155,"text":156},"monitoring","the employer shall ensure that every emp","the  employer shall ensure that every employee works under satisfactory, safe and healthy conditions; \n    the employer shall provide and maintain at the workplace, plant and  systems that are safe and with minimal risks to the health of the employee; ",{"bindId":158,"name":159,"text":160},"funeralpay","17.4.1 Funeral Grant Where an employee l","17.4.1 Funeral Grant\nWhere an employee loses a registered spouse or chlld, the employer shall pay \n  funeral grant as negotiated and agreed at the PSJSNC. \n\nIn the event of  the death of an employee whilst in active service \n\n  A cash donation as negotiated  and agreed at the PSJSNC shall be paid to his family (spouse and children) or next of kin. \n  free  public mortuary services or  fees for a maximum of three (3) months (including cost of  autopsy). \n  vehicle(s)  for conveying the deceased and sympathisers to bis hometown or place of burial as the case may be. \n  vehicle to convey the deceased's family and personal  effects to his hometown in  Ghana or the place of burial as the case may be. ",{"bindId":162,"name":163,"text":164},"paidmaternityleave","18.5 Maternity Leave A female employee w","18.5 Maternity Leave\n\n  A female  employee who is pregnant shall be entitled to at least twelve (12) weeks Leave with pay to enable her deliver and nurse her baby. Maternity  Leave shall be additional  to Annual Leave entitlement. \n  The  period of Maternity Leave _shall be extended for at least two (2) additional weeks where the  confinement is abnormal or where in the course of the same confine.ment two or  more babies are bom. \n  A female  employee shall apply for Maternity Leave by sending her medical certificate to  the immediate supervisor who shall in turn forward it for the consideration of the approving authority. \n  On  resumption of duty a  nursing employee shall be allowed two (2) hours off daty each working day for the nursing of the child up to a period of  twelve (12) months. ",{"bindId":166,"name":167,"text":168},"paidmaternityleave_father","18.6 Paternity Leave A male employee is ","18.6 Paternity Leave\n\n  A male employee is entitled to five (5) working days Paternity Leave to support his registered spouse (1) who has given birth. \n  Paternity  Leave is subject to the  submission of a Medical Certificate by the employee to  an immediate supervisor who shall in turn forward it for the consideration of  the approving authority. ",{"bindId":170,"name":171,"text":172},"paidmaternityleaveduration","A female employee who is pregnant shall ","A female  employee who is pregnant shall be entitled to at least twelve (12) weeks Leave with pay to enable her deliver and nurse her baby. Maternity  Leave shall be additional  to Annual Leave entitlement. \n  The  period of Maternity Leave _shall be extended for at least two (2) additional weeks where the  confinement is abnormal or where in the course of the same confine.ment two or  more babies are bom. ",{"bindId":174,"name":171,"text":175},"paidmaternityleavepay","A female  employee who is pregnant shall be entitled to at least twelve (12) weeks Leave with pay to enable her deliver and nurse her baby. Maternity  Leave shall be additional  to Annual Leave entitlement. ",{"bindId":177,"name":178,"text":179},"maternityotherclause","The period of Maternity Leave _shall be ","The  period of Maternity Leave _shall be extended for at least two (2) additional weeks where the  confinement is abnormal or where in the course of the same confine.ment two or  more babies are bom. ",{"bindId":181,"name":182,"text":183},"pregnancy","On resumption of duty a nursing employee","On  resumption of duty a  nursing employee shall be allowed two (2) hours off daty each working day for the nursing of the child up to a period of  twelve (12) months. ",{"bindId":185,"name":167,"text":168},"paidpaternityleave",{"bindId":187,"name":188,"text":189},"deathrelatives","An employee shall be granted Compassiona","An employee shall be granted Compassionate Leave not exceeding ten (10) werking days under special  circumstances, including a tragedy involving the employee or his immediate family  member 1.e. father, mother, spouse, child or ward. \n  Compassionate  Leave shall not bededucted  from Annual Leave. ",{"bindId":191,"name":182,"text":183},"nursingmothers",{"bindId":193,"name":182,"text":194},"maternity_nursing_breaks_duration","On  resumption of duty a  nursing employee shall be allowed two (2) hours off daty each working day for the nursing of the child up to a period of  twelve (12) months. \n\n18.6 Paternity Leave",{"bindId":196,"name":182,"text":194},"maternity_nursing_breaks_length",{"bindId":198,"name":148,"text":199},"discrimination","There shall be no discrimination against employees on the basis of a  real or perceived- HIV\u002F AIDS status in the spirit of decent work and respect  for human rights and dignity. \n  \n    HIV\u002F AIDS  screening shall not be a condition for persons applying for jobs in the health  Agencies or Facilities nor shall it be used as the basis for termination of  appointment. ",{"bindId":201,"name":202,"text":203},"dayspweek_select","An employee who is required to work beyo","An employee who is required to work beyond the specified working  hours of forty (40) hours per week shall be paid an overtime allowance. ",{"bindId":205,"name":202,"text":203},"hourspweek_select",{"bindId":207,"name":208,"text":209},"PAIDLEAV_trigger","18.2 Annual Leave An Annual Leave is an ","18.2 Annual Leave\nAn Annual Leave is an earned leav period of rest from work granted  to an employee with full pay within the calendar year. The calendar yearshall  be from 1st January to 31st December. \n\nAnnual Leave is mandatory. An agreement by an employee to relinquish  his entitlement to Annual Leave is void. ",{"bindId":211,"name":212,"text":213},"holidaysdays","18.2.3 Duration of Annual Leave The numb","18.2.3 Duration of Annual Leave\nThe number of days  of Annual Leave available to an employee shall  be as \nfellows \n\n  36  working days - Senior staff \n  28  working days - Junior staff \n  21 working  days - Utility staff ",{"bindId":215,"name":216,"text":217},"ADMINISTRATIVE_trigger","ARTICLE 19 - MEMBERSHIP OF COMMITTEE An ","ARTICLE 19 - MEMBERSHIP OF COMMITTEE \n\n  An  employee must obtain, through the appropriate channel of communication, prior  permission of the head of Agency or Facility before  accepting membership of any Committee of a public body which may necessitate  his absence from work during werking hours. \n  The  absence of an employee to attend the meetings of recognised Public Bodies of which he is a member shall be with pay. However if the absence  becomes excessive the employee may be  required by the appropriate authority to reduce his outside commitments. ",{"bindId":219,"name":220,"text":221},"NOCTPREM_trigger","17.2.6.1 Night Allowance An employee, wh","17.2.6.1 Night Allowance\n\n  An  employee, who by the nature of his work has  to travel out of his duty station within Ghana and spends the  night shall be paid night allowance as negotiated and agreed at the PSJSNC. \n  Where the  employee is accommodated or provided with meals, he shall be paid night  allowance abated by one-third (1 \u002F 3) as negotiated and agreed at the PSJSNC. \n  An  employee whose job requires trekking shall  be paid night allowance as follows \n    \n      Not exceeding twelve (12) days  m a quarter - full overnight allowance. \n      Beyond twelve (12) days m a quarter -  half the rate of night allowance. ",{"bindId":223,"name":224,"text":225},"OVERTIME_trigger","17 .2.11 Overtime Allowance An employee ","17 .2.11  Overtime Allowance \n  \nAn employee who is required to work beyond the specified working  hours of forty (40) hours per week shall be paid an overtime allowance. \n  \nThe overtime allowance shall be calculated at the following rates: \n\n  Overtime  payment for work done on week days  i.e. Monday to Friday shall be calculated at the rat.e of one and half (1.5) times of daily salary. \n  Overtime  payment for work done on Satureays, Sundays, and other statutory public  holidays shall be calculated at the rate of double time of daily salary. \n  Overtime  Allowance shall not be applicable to employees who are entitled to Call-In  Allowance. \n  A senior staff shall not be entitlea to Overtimc  Allowance. ",{"bindId":227,"name":228,"text":229},"CONSIGN_trigger","17.2.12 Call-In Allowance Call-In Allowa","17.2.12 Call-In  Allowance\n\n  Call-In Allowance shall be paid to employees who are not entitled to overtime and who  are called to work after close of work or on weekends. \n  Call-In  Allowance shall be paid only for the performance of work which has been  approved by the immediate supervisor. \n  The rate of Call-In Allowance payable shall be as  negotiated and agreed at the PSJSNC. ",{"bindId":231,"name":232,"text":233},"overtimeallowanceperc1_general","Overtime payment for work done on week d","Overtime  payment for work done on week days  i.e. Monday to Friday shall be calculated at the rat.e of one and half (1.5) times of daily salary. \n  Overtime  payment for work done on Satureays, Sundays, and other statutory public  holidays shall be calculated at the rate of double time of daily salary. ",{"bindId":235,"name":236,"text":237},"overtimeallowancetype1","Overtime Allowance shall not be applicab","Overtime  Allowance shall not be applicable to employees who are entitled to Call-In  Allowance. \n  A senior staff shall not be entitlea to Overtimc  Allowance. ",{"bindId":239,"name":240,"text":241},"HARDSHIP_trigger","17.2.14 Height\u002F Depth Allowance An emplo","17.2.14 Height\u002F Depth  Allowance\nAn employee shall be paid a height or depth  allowance if he is required to perform a duty on towers, masts, scaffoldings and buildings that are over and above the  standard height or depth of  not less than 30 meters for his work. The rate payable shall be as negotiated and agreed at the PSJSNC.",{"bindId":243,"name":244,"text":245},"SUNDAY_trigger","Overtime payment for work done on Sature","Overtime  payment for work done on Satureays, Sundays, and other statutory public  holidays shall be calculated at the rate of double time of daily salary. ",{"bindId":247,"name":236,"text":237},"sundayallowancetype1",{"bindId":249,"name":250,"text":251},"COMMUTE_trigger","17.2.2 Permanent Posting \u002F Transfer Allo","17.2.2 Permanent Posting \u002F Transfer Allowance\n\n  This  allowance shall be paid to a serving employee who is transferred or posted toa  different station fora period exceeding three (3) months. \n  For the  purposes of this clause, a \"different station\" means a transfer or posting from one station to another  necessitating the relocation of the  employee from his current abode to another  which is fifty (50) kilometers or more radius of his current. \n\n  A health agency or facility shall be  responsible for the provision of transport or payment of tra velling expense  allowance as negotiated and agreed at the PSJSNC. ",{"bindId":253,"name":254,"text":255},"commutingallowancetype1","A serving employee who requests for post","A serving employee who requests for posting  shall not be entitled to transport or posting allowance. ",{"bindId":257,"name":258,"text":259},"direct_participation_hrs","The Employer shall not victimise a repre","The  Employer shall not victimise a representative of the Union for acting in such  capacity or reduce his pay for any normal werking time lost in dealing with  employee grievances or Union activities in line with the Labour Act 2003, (Act  651). ",{"bindId":261,"name":262,"text":263},"strikes_trigger","The parties agree that any dispute or gr","The  parties agree that any dispute or grievance arising between them shall be  examined in line with existing dispute settlement procedures which are  consistent with dispute settlement procedure of Sub-part II of the Labour Act 2003, (Act 651) or any other  subsequent enactments thereto. ",{"bindId":265,"name":266,"text":267},"coverunion_trigger","ARTICLE 2-APPLICATION AND SCOPE This Col","ARTICLE  2-APPLICATION AND SCOPE \n\nThis Collective Agreement shall apply to all classes of werkers  covered under \n  the Unions' Collective Bargaining Certificate. ",{"bindId":269,"name":270,"text":271},"contractseverancepay","Where the services of an employee are no","Where the services of an employee are no longer required he  may be made redundant, retrenched or redeployed. An employee affected by  redundancy shall be duly compensated in accordance with Section 65 of the  Labour Act, 2003 (Act 651). ",{"bindId":273,"name":274,"text":275},"STRUCINCR_trigger","17.1.2 Salary Incremental Credit An empl","17.1.2 Salary Incremental Credit\n\n  An  employee shall be  granted salary incremental credit within the appropriate salary  scale in line with  government pay policy. \n  Where an  employee receives salary on the maximum point of his  salary level, he shall  not earn any increment. ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective Agreement between Health Agencies and Facilities under the Ministry of Health and the Health Services Workers’ Union (HSWU) of TUC (Ghana) - 2015 - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2016-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2018-01-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Healthcare, caring services, social work\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector \u002F semi-public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        HSWU - Health Services Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks, The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 10 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → \u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 183 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 28.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[281],{"title":37,"slug":33},[283],{"type":284,"data":285},"call_to_action_body_block",{"title":286,"description":287,"variant":288,"link":289},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ghana across sectors, topics and countries","dark",{"title":286,"url":290,"description":286,"rel":291,"type":292},"\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[294],{"type":284,"data":295},{"title":286,"description":287,"variant":288,"link":296},{"title":286,"url":290,"description":286,"rel":291,"type":292},[]]